Recruiting a new star analyst for RSH Research department in the semiconductor Industry domain while satisfying client, market and organizational expectations.

Introduction to Company

Rubin, Stern and Hertz(RSH), an investment banking firm based in New York, is faced with the problem of hiring a replacement for their star semi-conductor analyst, Peter Thomson. Star analysts willing to shift companies are difficult to find in the present market scenario. But Stephen Connor, director of research at the firm, with the help of Craig Robertson, a headhunter at Triple S, has managed to shortlist 3 worthy candidates with diverse profiles. Stephen was also approached by Anita Armstrong on behalf of a fourth candidate, Seth Horkum.

· RSH is strong in its Research Division.

· Stephen Connor, director of RSH, was worried over the departure of a star analyst performer in its semi – conductor area.

· RSH’s culture was built on team-oriented approach.

· Employee turnover was low.

The Star semi-conductor analyst has retired. The post is urgently in need of skilled analyst in the domain because of an upcoming deal with POWERCHIP Company.

The junior analyst, Rina was promoted to senior analyst as a stop-gap solution. But the Director had to come across a new person immediately. He creates a pool of eligible candidates – Gerald Baum, David Hughes, Sonia Metha and Seth Horkum.

Pre-screening of candidates was commenced by Director through Personal Interviews. Another series of interviews were conducted and feedbacks from their colleagues were taken. The information from the interviews and the feedbacks from the colleagues were used to create profiles on the four candidates.

Analysis of the situation:

1. SWOT

2. Individual(Candidate Analysis)

Strengths
· RSH’s culture was one of its prime competitive advantages. · RSH had some of the best analysts working for it.
· It had great reputation in the market.
· RSH’s attrition rate was lower than industry standard. Weaknesses
· RSH’s only semiconductor analyst left the job just two months prior to an important deal. Opportunities · A big upcoming deal with PowerChip could be highly beneficial for the company. · RSH had four vastly experienced analysts to choose from. Their experience and knowledge could immensely help the company. Threats

· Filling the place of senior semiconductor analysis with someone of the same calibre as Peter on such a short notice was a daunting task. · Recruitment of a wrong person at this critical point of time might affect the company’s success.

Gerald Baum
David Hughes
Sonia Meetha
Seth Horkum
Rina Shea
STRENGTH
Active travel schedule.
Answered e-mails and voice mails promptly.
Superior intellect.
Had climbed to an II position 11 in only 18 months.
Strong industry knowledge.
Excelled at skills the clients desired the most. Eg. Stock picking, report writing, services provided. Highly recommended, ranked high in II.
Abundance of name recognition; practically a celebrity on Wall Street. Interested in grooming juniors.
Large number of contacts in the industry.
Punctual.He has a razor sharp brain, vast industry knowledge and rare interpersonal skills. Concern for others time. (reached before time and ended her call as soon as Stephen arrived) More connections at the operational level

Personable.
Received II recognition almost single handedly.
Strongly focused on organizational culture.
Eagerness to interview with probable co-workers.
Punctual.
Extremely enthusiastic.
Highly regarded by clients.
Open to explaining the intricacies of research.
Includes buy-side counter parts in company meetings for a holistic view. Ambitious and dedicated.
Congenial personality.
Accessible and responsive to clients.
Willing to travel on short notice.
Worked under the strong supervision of Peter and has knowledge about the...

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...oriented as they always supported one another. They had open door policies
Employees were loyal towards the company
Good professional network
The analysts had strong coordination with the traders and sales force
Cooperation and teamwork existing in the organisation, i.e. better support staff
Numerous well trained analyst and a dedicated administrative staff
Low employee turnover
Formal training programme to mold promising analysts into superstar.
State of art technology for research
Global presence of RSH
The outsourcing of recruitment process was given to one of the best recruitment firm in the industry. This helped to save time and also find good prospective employees
Good compensation scheme
Weakness:
Over-dependent on one employee to get the work done
No backup plan existed in the company in case senior/ star analyst resigns suddenly.
There was some kind of disconnect between the higher management and Stephen on certain issues like that of retaining their star analysts at any cost
Dependent on external firm for recruiting an employee for such an important position
Opportunities:
The company has the opportunity to earn higher revenue from the PowerChip Company project
The company can increase their client base in a specific sector
Having high ranked analysts will increase the profits of the firm by driving up commission and bringing in additional business to the company.
Threats:
News of Craig Robertson...

...﻿Recruitment of a Star
If you were Stephen Conner, who would you hire, and why?
In the case study of “Recruitment of a star” there are four candidates for the job offered by Stephen Conner. They are Gerald Baum, David Hughes, Sonia Meetha and Seth Horkum. Among all, my choice is Seth Horkum. There were several positive aspect which made him my first option such as his time management (being at interview before the schedule), his prior experience with PowerChip company (Upcoming client for RSH), his long term commitment (15 years of service @ Jefferson Brothers) which allows dependency and loyalty.
With all the above aspects and the intelligence he exhibited in the interview makes him the best fit for the job.
What problems does Stephen Conner face?
When Stephen let Peter go, the biggest problem was to find the right replacement at the earliest. So the time was the key factor because it was the time when they were in need of a senior analyst to get started with the new client (PowerChip Company). Apart from that, he was facing a lot of concerns from the senior executives of the organization about his decision of letting Peter go. In fact they were more upset with his decision of making Rina who was an assistant to peter and joined the organization just 3 years ago as a substitute for Peter.
What should Peter's replacement look like, and which of the candidates best fits this description? (Page 4)
Peter was extremely...

...Recruitment and selection forms a core part of the central activities underlying human resource
management: namely, the acquisition, development and reward of workers. It frequently forms
an important part of the work of human resource managers – or designated specialists within
13
work organizations. However, and importantly, recruitment and selection decisions are often for
good reason taken by non-specialists, by the line managers. There is, therefore, an important
sense in which it is the responsibility of all managers, and where human resource departments
exist, it may be that HR managers play more of a supporting advisory role to those people who
will supervise or in other ways work with the new employee.
Recruitment and selection also has an important role to play in ensuring worker performance and
positive organizational outcomes. It is often claimed that selection of workers occurs not just to
replace departing employees or add to a workforce but rather aims to put in place workers who
can perform at a high level and demonstrate commitment (Dessler, 2000).
Recruitment and selection is a topical area. While it has always had the capacity to form a key
part of the process of managing and leading people as a routine part of organizational life, it is
suggested here that recruitment and selection has become ever more important as organizations
increasingly regard...

...Introduction:
At the strategic level it may involve the development of an employer brand which includes an 'employee offering'.
Depending on the size and culture of the organization recruitment may be undertaken in-house by managers, human resource generalists and / or recruitment specialists. Alternatively parts of all of the process might be undertaken by either public sector employment agencies, or commercial recruitment agencies, or specialist search consultancies.
Recruitment Process:
1. Job Analysis:
a. Job Description
b. Job Specification
c. Person Specification: person specification is used to match the right person for the right job at the right time of business needs. The specification, by and large, should specify the person's:
i) skills on the job
ii) knowledge of and for the job
iii) length of experience for the job
iv) attitude for the job
2. Sourcing:
Candidate sourcing activity typically ends once the name, job title, job function and contact information for the potential candidate is determined by the candidate source. To further develop a list of names that were sourced some companies have a second person then reach out to the names on the list to initiate a dialogue with them with the intention of pre-screening the candidate against the job requirements and gauging the interest level in hearing about new job opportunities. This activity is called...

...﻿Recruitment of a star
Case summary
Stephen Connor, director of research at the New York investment-banking firm of Rubin, Stern, and Hertz (RSH), has to cover the senior research analyst position for semiconductor industry. This is because the only and star analyst, Peter Thompson, recently resigned and accepted an offer from one of RSH’s competitors. An upcoming deal with PowerChip Company raises the urgency for the decision. The reasons for resignation are not explicit.
Basically he has two options: First, confirming the promotion to senior analyst of Peter’s junior analyst Rina Shea, which means assigning her to covering PowerChip and the rest of the semiconductor industry. His second option is to recruit and hiring a senior analyst from outside RSH.
Using the services of a headhunter, Stephen is assessing four different candidates. All of them have pros and cons, but in different aspects and no one seems to fit perfectly to be considered as the ideal person to hire. The selection process is not clearly described but from the information in the case it can be inferred that it is unstructured even when some selection tools are used.
RSH is an investment bank that makes money both, through their underwriting business, and by trading conducted by them. This activity is referred to as the sell-side as opposed to the buy-side firms that seek to invest their clients’ money by purchasing stocks for their portfolios. The role of...

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“Safe, professional, skilled – when you think of an American Airlines pilot, those are the qualities that immediately come to mind. At American, we understand that being a pilot is about more than just the technical aspect of flying an airplane it’s also about the joy of flying and the thrill of adventure. But it’s more than just flying skills. Our pilots are not only leaders on the aircraft –they are also leaders in our operation. That requires a special type of person, someone who can anticipate a need, develop a plan and draw all the necessary players together to make it happen. Whether you’re ready to be hired now or just figuring out where you want to land, look to American because flying is more than what we do it’s who we are. We are looking for great people that can: Set a high standard for providing our customers safe and reliable travel, Handle a wide variety of situations while working with...

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RECRUITMENT PROJECT
You are required to go through the process of recruiting, selecting and inducting a staff member for the job vacancy in the Editing and Publishing Department for ValleyView. This position is on the ValleyView Intranet. The position has become vacant as a result of staff allocations to the multimedia branch.
You are required to complete the following tasks:
|STUDENT ACTIVITIES TO COMPLETE FOR ASSESSMENT |ADMIN TOOLBOX |SOFTWARE PUBLICATIONS |
|PART 1 – PREPARE FOR A VACANT POSITION – due in session 4 |
|Develop an advertisement |Selecting People – 4 |Page 89 - 90 |
| | | |
|Using the position description for the job vacancy in the Editing and | | |
|Publishing Department on ValleyView Intranet, create and display a suitable | | |
|newspaper or Internet advertisement. | | |
|Using the person specification for ValleyView, write 500...

...﻿Andres De La Riva
May 17, 2014
Recruitment of a Star
After reading “Recruitment of a Star”, it has become convincingly evident that only one candidate stood out among the rest with regard to RHS’s corporate values, analytical requirements and contribution potential. Although all candidates show strong qualifications, the candidate I am referring to is Sonia Meetha.
First of all Mrs. Meetha’s credentials are extremely impressive. After seeking feedback from people whom Mrs. Meetha has work with, it was reported that her work is thorough, solid and insightful and that companies have come to rely on her work.
She was recognized as an “up and comer’ as per II standards, which is exactly where I think she should be so that the firm can benefit the most. She is at a perfect point in her career so that RHS can mold/mentor her into its culture without inheriting negative practices picked up at other big firms all with the goals of helping her realize her full potential, which would be of an extreme benefit for the company. Also, while at WHS, she has managed to cover the franchise by herself without the assistance of a junior analyst, which tells me that her work ethic is impeccable. Her performance ratings have grown over the last three years, she’s built good networks, which include CEO’s of major companies as well as divisional managers and staff.
In addition, Mrs. Meetha has shown a keen interest in...